Still Need Coffee
About
- Username
- Still Need Coffee
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I believe FMLA regs only pertain to married couples for the combining of leave, so unmarried couples would each get 12 weeks. But, I must say, I'm not positive on that. Does your state have an FMLA law?
-
Thanks Dutch!!! This is great.
-
I don't have anything specific to give you, but I think this subject should be addressed as part as your code of conduct/business ethics. In the interest of not creating too much red tape, would it be appropriate to just address this during employee…
-
Ooh - SNC - I like that. It's like SNL but better (and sometimes funnier) ::pb&J::
-
What sort of retaliation policy are you looking for? Most often, mentions of retaliation come in the context of Harassment & Discrimintion policies or whistleblower policies. You could try checking there first, if you haven't already!
-
This employee is claiming carpal tunnel, so workspace set up is extremely important. My guess is that she's working with her laptop in her lap on the couch, not at an ergonomically correct desk setup. Since we provide these things for our employees,…
-
Absolutely individual meetings. This is a true position elimination - when you tell them that, they will know they aren't the only one. I think the humane thing to do is to let them have their moment, if needed, and cry, ask questions, etc. No one …
-
Thanks Dutch. Anyone else had a similar situation before? I really feel like I'm on thin ice here...
-
Congrats on your first post and welcome to the forum! Not having any Maryland employees I can't say I'm too familiar with this topic. Any MD employers out there who can assist?
-
I've never heard of this before....is it for a state department position? Bottom line, be honest. If you do the face to face meeting but don't have a lot to say, well, it's the investigator's problem, not yours! I would be clear with the investiga…
-
Sorry, can't help on this one, but it would be worthwhile to hear what others are doing!
-
I'm surprise a time limit wasn't given with the settlement offer...."this offer expires at the end of two weeks" or something like that.
-
I agree with Brad. If they meet the basic definition of employees, you need to make sure you're treating them as such when it comes to taxation, benefits, etc. Not knowing the details of those on the Board, I'd definitely say it deserves a closer lo…
-
I personally prefer to keep the focus on the fact that all data, conversations, files, emails, etc performed on company time, on company equipment, are the property of The Company, and that as such, we have a right to monitor all goings-on, within t…
-
Thanks for the kudos, guys! I did a big revamp of our handbook a few years ago, trying to make everything a little more friendly and not so uptight. It was really well received with the employees....goes to show a little humor goes a long way!
-
Here's ours: 405 Personal Relationships in the Workplace Effective Date: 1/1/2011 Now, we don’t enjoy prying into your personal life, but when you employ relatives or individuals involved in a dating relationship in the same area of an organizati…
-
I don't know anything about Ohio law either, but he would be eligible leave under FMLA, assuming he met the minimum eligibility qualifications!
-
I agree with Sharon on the forum issue - I definitely wouldn't revive it for the same reasons she mentions. I have always found the good old suggestion box to be quite helpful for airing grievances/asking questions. As to the original post - I myse…
-
From my understanding, you have to directly receive those funds (be a government contractor) or be a subcontractor for those funds, meaning, you are providing services to a 3rd party so that they can receive Federal funding. It's all very confusing!…
-
Ha! I do miss some of them.....but not all
-
I'm keeping mine the same for the time being, as we limit scope and clearly state that having a conviction isn't an automatic disqualifier. Here's what our language says: Have you been convicted of a felony or misdemeanor within the past 7 years? I…
-
Page 2 of the thread had me laughing out loud. We were definitely a bit more risque back then!
-
Welcome to the forum! The key to having different benefit groups is that the groups are not as a result of some sort of legally protected characteristic. For example, you couldn't offer different plans to men and women, or people over and under 40,…
-
Ooh - Celeste, I love that idea! I think Tracyd's problem is one that most of us encounter. We actually ended up going away from an annual review model, and instead do more frequent reviews (monthly or quarterly, depending on department). These are…
-
Those sort of conversations are extremely difficult - I would probably handle it something like this: 1. Start the conversation off with honesty. "Jane, I need to talk to you about something that is very delicate. Please note that this is as diffic…
-
Here's what we use specific to work comp. We also have snippets in our handbook pertaining to return to work following FMLA and other types of leave. Hope this helps! 465 Workplace Safety / Reporting a Workplace Injury Effective Date: 1/1/2011 We…
-
Ha! And yet I'm still here.....muah ha ha ha.....\:D/
-
You see, to me, FML has a completely different meaning, and it sure as H-E-Double-Hockey-Sticks isn't work appropriate. :angel:
-
I agree with Frank. There's no reason to separate this out, just put it wherever you keep the W4s (for us, that's in the main employee file).
-
Nae, to your point, our company is in the work comp industry, and even the industry itself often refers to it as "workman's comp." It is definitely aggravating! Also aggravating in my industry (not so much in HR) are people who will still write "HIP…